Before getting any contracts with the federal government, it is essential for the business person to remember the role they are expected to play. This is because the state will carry out an appraisal to see how they conduct their employment procedures. Hence the contractors are always advised to stay up on their toes and avoid making any mistakes. The OFCCP compliance evaluation is a significant process because of the role it plays. Here are steps to prepare for the assessment.
To be on the safe side, it is essential for the individual to organize their workforce data in their appropriate units. For the officers to verify the hiring procedure was carried out as required they will need to go through the profile of the organization. This implies that they will have to check the number of employees who are male and female within the organization. They will also check if the minorities appear in the list and that there was no bias.
The contractors will also have to make an analysis of the available job groups. They will have to indicate all the jobs that fall within a particular cluster. Jobs within a group will have similar duties, promotional opportunities, and a common salary. While preparing they ought not to forget indicating the number of women and minorities in each category. This will make it easy for the officials to determine if the data provided is accurate and within the required laws.
It is the responsibility of the contractor to establish those job categories that have recorded less number of employees who are women, the minorities and physically challenged. Thus in order to acquire accurate data they are required to conduct a utilization examination. In the process, they will calculate the percentage of these employees who are external and internal. After obtaining the results, they will compare them to determine if there are any cases of under exploitation.
Consider going through the review of such a recruitment, promotion and termination practices The state always has rules and regulations that will offer guidance when carrying out either of these procedures. They expect every contractor to abide by them. Hence while preparing for the assessment always check for any statistical disparities. If they are found, come up with suitable ways to address them or if there are solid reasons do not forget to document them.
An individual ought to carry out an investigation on all discrimination allegations against the organization. After the research, they must write a detailed report on the findings and the responses. The contractor is supposed to include the actions taken, and if none was taken, they would need to explain in the written document giving reasons.
Make sure that people with disabilities are provided with the required services. For instance, make sure they can easily gain access to the parking facilities, washrooms and other resources such as computers to avoid violating the rules.
Periodic internal audits should also be conducted within the organization. This is necessary in order to measure the effectiveness of the affirmative action program. Personnel activities ought to be reviewed on a quarterly basis and an individual assigned the responsibility.
To be on the safe side, it is essential for the individual to organize their workforce data in their appropriate units. For the officers to verify the hiring procedure was carried out as required they will need to go through the profile of the organization. This implies that they will have to check the number of employees who are male and female within the organization. They will also check if the minorities appear in the list and that there was no bias.
The contractors will also have to make an analysis of the available job groups. They will have to indicate all the jobs that fall within a particular cluster. Jobs within a group will have similar duties, promotional opportunities, and a common salary. While preparing they ought not to forget indicating the number of women and minorities in each category. This will make it easy for the officials to determine if the data provided is accurate and within the required laws.
It is the responsibility of the contractor to establish those job categories that have recorded less number of employees who are women, the minorities and physically challenged. Thus in order to acquire accurate data they are required to conduct a utilization examination. In the process, they will calculate the percentage of these employees who are external and internal. After obtaining the results, they will compare them to determine if there are any cases of under exploitation.
Consider going through the review of such a recruitment, promotion and termination practices The state always has rules and regulations that will offer guidance when carrying out either of these procedures. They expect every contractor to abide by them. Hence while preparing for the assessment always check for any statistical disparities. If they are found, come up with suitable ways to address them or if there are solid reasons do not forget to document them.
An individual ought to carry out an investigation on all discrimination allegations against the organization. After the research, they must write a detailed report on the findings and the responses. The contractor is supposed to include the actions taken, and if none was taken, they would need to explain in the written document giving reasons.
Make sure that people with disabilities are provided with the required services. For instance, make sure they can easily gain access to the parking facilities, washrooms and other resources such as computers to avoid violating the rules.
Periodic internal audits should also be conducted within the organization. This is necessary in order to measure the effectiveness of the affirmative action program. Personnel activities ought to be reviewed on a quarterly basis and an individual assigned the responsibility.
About the Author:
Get a free quote for OFCCP compliance evaluation by referring to our updated website now. To access all the available resources, go to http://www.affirmativeactionconsulting.com/clients.
No comments:
Post a Comment